Only by establishing a sound and effective training system can enterprises make training lasting and effective, give full play to the training effect, embark on the road of normalization, make training a habitual behavior of enterprises and become an essential strategy to enhance their competitiveness. So how to build an enterprise training system, according to the following steps:
Training demand survey
Conduct a training demand survey within the enterprise, which is divided into middle and high-level employees and grass-roots employees, interview all middle and high-level managers, and sample grass-roots employees to make clear the following two points:
1. Define the direction of enterprise training.
On the basis of clarifying the strategic management, operational coordination and organizational functions of enterprises, a standardized training management system is established. As the human resources department of an enterprise, it should not only undertake the human resources management function of the enterprise, but also undertake the overall training function of the enterprise, so as to integrate training resources and establish a standardized, institutionalized and streamlined training management system. Clearly define the scope of training management, monitoring, support and service provided by the human resources department of the enterprise.
2, clear enterprise training objectives.
◆ Clarify the vision and expectations of all levels of the enterprise, especially the top management, and determine the key points and breakthrough points of training in the short term;
Actively publicize corporate culture, enhance employees' sense of identity with the enterprise, and improve the cohesion of the enterprise to employees;
Initially establish a learning organization to cultivate and enhance the core competitiveness of enterprises' sustainable development;
◆ Through the establishment of training system, all kinds of management talents and technical talents needed by enterprises are trained from the inside.
Training system construction
First stage
1, formulate and improve the training management system.
According to the training survey results and implementation feedback, adjust the existing management system and process. Clarify the division of responsibilities of training institutions, functional system department contacts and human resources department training leaders; Clarify the infrastructure of training management system; Establish enterprise basic training management platform; Standardize the management of training work; Provide corresponding management basis for the development of training work.
2. Construction of training management team
Establish a training management team, conduct relevant training for the training leaders of each management team, and strengthen the communication of training management experience. Improve the training management awareness and level of the team. Through the establishment of inter-team management mechanism, the professional training management team of enterprises is cultivated.
3. Establish an internal trainer team.
Formulate the Measures for the Management of Internal Lecturer Team, and select excellent managers with training and teaching ability to form an internal lecturer team. Including training a group of high-quality public course trainers and product professional trainers; Ensure that each department of the enterprise has a job skill trainer; Determine the leaders of new employees in each department, and clarify the functions of leaders and reward and punishment measures.
stage Ⅱ
1, improve the training course system
Focus on the development of business skills and service awareness training courses for front-line employees and vocational quality training courses for middle-level and above employees. The contents are mainly professional or systematic public teaching materials such as standardized operation manuals, job descriptions and work processes formulated by various professional functional departments.
Introduce the skills training courses and management skills courses required for important positions. There are three ways of introduction: sending internal trainers to participate in external training courses, carrying out secondary development and forming internal training courses of the company; Hire external trainers directly, set up external training courses and external trainer groups; Buy CDs, books, etc. from outside.
2, vigorously carry out new employee training, system professional training, marketing training, management training, reserve personnel training and other related training.
3. Plan and publicize the training programs.
The development of any training project will create a good training atmosphere and improve the effectiveness of training through careful training project planning and publicity. Take the most suitable methods for different training courses, such as role-playing, case discussion interaction, classroom teaching, story introduction of benchmarking personnel/enterprises, outward bound training, etc. Carefully plan the training time, place, arrangement of training process, assessment and improvement after training, and win the support and participation of the company's top management to the maximum extent, thus improving the training effect.
The third stage
Evaluate and improve the training effect.
In order to ensure the effectiveness of training, we will improve the teaching materials, lecturers and teaching methods, training organization, training follow-up and other contents in time through the evaluation results of training effect in satisfaction, knowledge, behavior and performance to improve the training effect. So that the training system is more in line with the needs of the company's business development and personal development of employees.